——General Introduction
——Advantages
——Contents
——Procedure

General Introduction

Talent dispatching is a new talent intermediary service which is explored based on market demand these years, and it is also a new employing way cross the regions and industries. According to the demands of current business and development, employers can resort to the regular labor service company to dispatch the employees in need. In labor dispatching, real employer signs “Labor Dispatching Contract” with labor dispatching organization, the later one signs “Labor Contract” with labors, and real employer signs the “Labor Agreement” with labors. There is no contractual relationship between employer and labor but hiring relationship. Talent dispatching can help the enterprise to cut down the cost and improve the needs of capital operation efficiency, and it is the inevitable result of personnel management professionalization and labor capitalization.

Advantages

1. Saving the cost
While checking the total expenditure of dispatched personnel, the employer should take post benefit as its first consideration; second, market price should taken as a reference in fixing wage standard, and the percentages of fixed wage and floating wage should be adjusted by the employer; third, the employer may not pay any other unplanned cost for the dispatched personnel. Besides, labor dispatching VAT invoice can be counted in the employer’s cost before tax, and the cost for each dispatched personnel is lower than the cost for each permanent staff.

2. Convenient personnel management
The purpose of labor dispatching is to improve the employer’s personnel management: enterprise hires the labor but outsources labor management work to another institution. The professional labor dispatching service is more suitable for the enterprise’s transformation and development. Labors are under the management of labor dispatching institution and the employers can easily found the suitable talents. They don’t need any specialists or organization to manage the dispatched labors. All these personnel works will be took over by the dispatching institution. The employer just needs to fix related administrative regulations, implement it and assess the result according to job assignments. When the contract is expired, the employer can take the initiative to decide whether the contract can be renewed.

3. Avoiding the brain drain
All the files of dispatched labors are kept by the dispatching company. They have set a restriction system with legal effect to the hired labors. The employer need not worry about “job-hopping”, instead, labor dispatching service makes it easier for the employer to regulate its staff, which will increase the talents’ sense of crises and urgency, and it will stimulate their potentials; on the other hand, it makes the talent well used but not only owned by the employer, and moreover, it opens a new way in talent competition & management, and reduces the high salary for hiring or keeping the a talent for a long time to lighten the employer’s burden.

4. Reducing the personnel (labor) dispute.
Under the guidance of related laws, regulations and policies, employer signs the contract with dispatching company, and dispatching company signs agreement with employee, the employer and employee have a relationship of paid for the use. In this way, employer can avoid the personnel (labor) dispute with the employee.

5. Even the employer without enough strength can hire the advanced talent.

6. Transferring the risk of employer
The employer signs “Labor Dispatching Contract” with labor dispatching company to explicit the talent standard, number and remuneration, etc.; labor dispatching company organizes recruitment, selection and assessment, and then submits the candidates’ list to the employer to make the final decision; labor dispatching company signs “Labor Agreement” with the dispatched labor and handle with related procedures; after starting work, labor dispatching company pays the salary according to the dispatched personnel’s work performance offered by the employer; after the expiration, labor dispatching company and employer discuss whether to renew the contract or not. For the enterprise, it is easier for procedure dealing with instant effect and standard with less risk.

Service Content:

1. Employee dispatching related services
1) Consulting for setting representative office in Beijing;
2) Industrial & commercial registration, changing and extension;
3) Certificate transaction for chief representative and employees;
4) Issuing working or visiting invitation;
5) Applying and extending work and residence permit of foreigners;
6) Handling with the employee’s labor contract, social insurance, housing fund, etc.
7) Providing personal and children’s commercial insurance to the employees;
8) Providing education service to the employees’ children;
9) Providing optional value-added welfares: movie ticket for a quarter, annual travelling, drinks for summer, presents for Mid-Autumn Day, reimbursement for subscribing books, newspapers, and visiting relatives, etc.

2. Social Insurance & Housing Fund
Based on the related policies, we can handle with Endowment Insurance, Unemployment Insurance, Labor Injury Insurance, Basic Medical Insurance, Maternity Insurance and Housing Fund for the employees.

3. Insurance & Welfare for the Employees
1) Personal accident insurance;
2) Employee’s supplementary medical insurance;
3) Employee’s hospital subsidies;
4) Employee’s annual physical examination;
5) One-child allowance;
6) Employee’s family property insurance;
7) Heating fees;
8) Comprehensive welfare subsidies:
(1) Fees for visiting relatives;
(2) Funeral subsidy;
(3) Travel in summer;
(4) Watching movies or entertainment activities, presents for Mid-Autumn Day and drinks for summer;
(5) Subsidies for subscribing books & newspapers and training.

Procedure

1. Choosing the service items and fee standard by mutual discussion;
2. Signing “Labor Dispatching Agreement”;
3. Party A provides the copies of “Business Registration Certificate”, identification of chief representative and “Organization Code Certificate”;
4. Party A informs the employees to take pre-employment physical examinations;
5. For the health qualified employees, Party A fills in the “Employment Notification” (Attachment 2 of Labor Dispatching Agreement), and submits to Party B after sealing;
6. Party B submits to Party A “Confirmation Letter of Dispatching Employees” (Attachment 3 of Labor Dispatching Agreement), according to Party A’s “Employment Notification”;
7. Party B signs “Labor Contract” with the employees, and collects the documents for dealing with “Employee ID Card” and social insurances;
8. Employees transfer their personal files into Party B;
1) Party A provides the employees’ name list and name of archive unit;
2) Party B issues Business Transfer Letter to transfer the employees’ files and organizational relations into Party B;
3) After checking the files, Party B issues receipt and default list to inform the employees whether their files are complete, and then the receipt should be handled over to the previous archive unit for deposit.
9. Party B handles with all kinds of social insurances for the employees;
10. Party B explains the service contents to the employees and answers their questions;
11. Post services
1) Party A submits list of personnel changes to Party B before the 20th every month;
2) Party A pays all the service fees to Party B before 25th each month according to party B’s “Payment Notice”.